Responding to Employee Surveys the Facilitative Leadership Way

Are you in a position of responding to an employee survey or perhaps planning one to find ways of improving performance?

Once you have the data, then what? DO SOMETHING!

I know this sounds obvious, however, there is evidence many organizations fail to respond appropriately. There is nothing more de-moralizing and disheartening as an employee to be asked for input and see no results. Being on the receiving end can be exactly the same – de-moralizing and disheartening to see the diversity of hopes and expectations.

What to do? How to respond in a way that engages and empowers your workforce, increase team cohesion and commitment to action? What happens in many cases is analysis paralysis where leaders do not respond in a timely way.

Leading the facilitative way is the most efficient and effective way to respond to employee feedback. Why? As human beings we have 6 basic needs: security, relationships, power, control, fairness, and competency.

Leading the facilitative way gives people:

  • Security – a sense the leader cares about them;
  • Relationships – it strengthens relationships and builds a sense of connectedness helping people understand each other better;
  • Power – to come up with solutions to the challenges and opportunities;
  • Control – their voice and ideas are heard in the process of change;
  • Fairness – it is open and transparent enabling people to see how decisions are made;
  • Competency – it builds communication and listening skills, and awareness of what is going on in the organization.

As a IAF Certified Professional Facilitator (International Association of Facilitators)
and ICA Certified Technology of Participation Faciliator (ToP) (Institute of Cultural Affairs)
I can do 2 things for your organization and help you respond to your employee survey:

    1. Provide facilitation services to build common understanding of the survey
      results and an action plan going forward with a shared vision and shared values.


    1. Train your people to become facilitative leaders by offering 2 in-house courses:
  • Meetings That Work
  • Group Facilitation Methods
  • See attached descriptions – Both are offered in English and French
  • Maximum class size of 24 participant

Feed them fish or teach them to fish

For the past 13 years I have been facilitating using the ToP methodology.
Recently ICA Associates Canada invited me to become an ICA program Instructor.

Both these programs are effective and efficient ways to build organizational
capacity, uplift the human spirit and implement the ABCs of high performance: Awareness, Belongingness, Commitment

For more information on the benefits on The Facilitative Leadership Way.

Be sure to visit our Resource Center for valuable leadership development resources

Our E-learning Seminar – Building Your High Performing Workplace.

To find out what your personal values are that empower you to higher performance and productivity, take a Free Personal Values Assessment.

To learn how well aligned you are with the culture in your organization contact us for an – Individual Values Assessment

To learn how to map, measure and manage the culture of your team or organization with our Culture Value Assessment for Teams and Organizations.

Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Contact Us Joanna BarclayJoanna Barclay, Speaker, Author, Leadership Consultant building high performing values-driven organizational culture.

With 30 years in business transformation working with organizations, Joanna’s passion lies in working with leaders, facilitating active participation in organizational change, developing resourceful teams and aligning strategic objectives. Her goal is to help organizations become high performing and values-driven, where people take ownership, build commitment and bridge communication gaps. As CEO of the Culture Leadership Group, she ensures successful transformation from concept through to implementation.